Motivating Employees

Motivating Employees

Sepideh Samadi 3566717 Payam Haghparast 3247010

Sabah Naseer Ahmed 3254550Huzeifa Karachiwala 3544436

MOTIVATION-The Internal Process

Leading the behavior to satisfy needs

Need Motive Behavior Satisfaction/Dissatisfaction

PERFORMANCE = ABILITY x MOTIVATION x RESOURCES

Content Motivation theories-focus on identifying people’sneeds in order to understand what motivates them. a. Needs Hierarchy b. ERG theory c. Two-factor theory d. Manifest needs theory

Need’s Hierarchy

http://www.youtube.com/watch?v=QxdNzOVRAmAhttp://www.youtube.com/watch?v=oqA_oEjMjSk

Self Actualization

Esteem

Social

Safety

Physiological

ERG Theory

G

r

o

w

t

h

Relatedness

Existence

Herzberg’s Two Factor Theory

Motivating factors:“What will make my people satisfied?”

AchievementRecognition

The work itselfResponsibility

Advancement & growth

Hygiene factors:“ What will make my people dissatisfied?”

Pay & securityWorking conditions

Interpersonal relationshipsCompany policy

Supervisors

NO

SATISFACTION SATISFACTION

NEUTRAL

McCelland’s Needs Theory

ACHIEVEMENT

POWER

AFFILIATION

Vroom’s Expectancy Theory

EffortI exert

an effort..

Performance..a particular

level of task

performance

..in order toachieve..

..so that I canrealize..

Outcomes…certain out-comes (pay or recognititon

Expectancy“ Will I be able to

perform at the desired level

Instrumentality“What outcome will I

receive ifI perform at this level?”

Valence“How much do I want

the outcome?”

It focuses on employee perceptions as to how fairly they think they are being treated compared to others.

• Key elements:• Input• Output• Compensation

Equity Theory

http://www.youtube.com/watch?v=LS0G3vMBiV0

1. They will reduce their inputs-less work, long coffee-breaks, sick on Mondays & will leave early on Fridays.

2. They will try to change the outputs or rewards they receive-they will lobby the boss for a raise, or pilfer company equipment

Reactions of employees who feel that they are being under-rewarded.

3. They will distort the inequity.-will exaggerate how hard they work so they can complain they are not paid what they are worth.

4. They will change the object of comparison-they may compare themselves to another person instead of the original one.

5. They will leave the situation-they will quit, transfer, or shift to another reference group.

Useful recommendations;a. Equity is based on perceptions.b. Rewards should be equitable.c. High performance should rewarded.

Myth #1: “ I can motivate people.” Myth #2: “ Money is a good motivator.” Myth #3: “ Fear is damn good motivator.” Myth #4: “I know what motivates me, so I

know what motivates my employees.” Myth #5: “ Increase job satisfaction means

increased job performance.” Myth #6: “I cant comprehend employee

motivation, it’s a science.”

Myths About Employee Motivation

Theory X And Theory Y

I WONT WORK!

HURRAY!!...WORK!

Dislikes Work

Employees Must Be Controlled

Threat Of Punishment

Employees Avoid Responsibility

Desire For Security

THEORY X

Ambitious Employees

Commitment Itself Is A Reward

Imagination & Creativity Put To Use.

Will Seek More Responsibilities.

THEORY Y

Sony’s Varied Training Program’s

Sony’s Code Of Conduct. Targets new employees to senior

executives. Sony offers approximately 200 technical

courses for their personnel. Helps employees to fully demonstrate their

abilities. Foster’s greater motivation, which enhances

Sony's dynamism.

Compensation Systems Sony has consistently initiated new

evaluation and compensation systems with a forward-looking perspective.

Work is reflected in compensation. This is based on the concept of Contribution

= Compensation (C = C). Periodic performance reviews by managers. Reward system that evaluates the

contributions of employees.

Diversity Is the Value Sony Cherishes. Sony is strongly committed to diversity

among their employees.   Diversity makes it possible to respond to

constant change and innovation. Sony believes that a diverse workforce

culture motivates its employees. Accepts diverse values, characteristics, and

cultures which makes the employees feel comfortable.

Companies believe in incentive program’s to influence behavior and drive sales.

Sony provides incentives to companies in forms of Digital Still Camera’s and Walkman players.

It easy to meet performance goals with compelling programs packed with the latest trend-setting devices.

Sony Helps Motivate Other Companies Too!

Washington Mutual, Inc.

North America's seventh largest bank, selected an incentive trip to the island of Kauai in Hawaii as the incentive reward for its top achievers.

Various Incentives Offered By Companies

Incentive Reward Employees were rewarded with a camping

trip. The site was alive with areas to explore: a

roadhouse game room, a coffeehouse tent, a tattoo parlor, and a Rebel Alley featuring a selection of midway games.

Classic rock music played throughout the meal. Several noted rock legends then took the stage for a private concert for the cheering, dancing crowd.

Pick-n-Pay

A South African supermarket chain with 265 stores, opted to rebuild its corporate image, emphasizing on respect, dignity, and freedom for all individuals. Entitled "Dare to Dream," the incentive program would reward employees who provided excellent service.

For many people, a lack of reward? Why do something for nothing? People want

something in return and think they deserve something for whatever they do. Laziness is a problem with motivation. It may be easier to not do something than to do it.

Current Motivational Issues

http://www.youtube.com/watch?v=dGiQ0ASC_wg&feature=related

MAINTANERSMOTIVATERS

What Employees Want

WORKING CONDITIONS COMPANY POLICIES JOB SECURITY PAY AND BENEFITS RELATIONSHIP WITH COWORKERS SUPERVISION

Maintainers

Great Motivators • Full appreciation for job well done. • Be part of decisions. • Open communications. • Interesting & meaningful work. • Good relationships at work.

What Motivates Employee To Stay

• Stress the positives.• Say “Thank You!”• Praise workers for going the extra mile• Reward Employees – “You get whatyou reward” (B Nelson).• Train-Train-Train.

Appreciate The Employee

• Ask how you can use more of theirtalents.• Ask what they would change• Ask for their ideas and how you canput the ideas into action.

Include In Decisions

COMMUNICATE

• Tell them exactly what you want – Then letthem do it!• How can I help you succeed?• Discuss organization and individual goals –Ask about their goals.• Share information – Let them know what ishappening.• Refuse to gossip.

Communicate

• 75% of employees think they have adirect impact on organization’ssuccess.• Tell them how their job is important.

Meaningful Work

• Get to know your employees.• Be sure everyone shares information.• Apply the same standards to everyone.• Continually stress equal, fair treatment forall.• Celebrate! – Have fun!

Good Relationships At Work

GOOD RELATIONSHIP AT WORK

• PERSONALLY congratulate employees for a job well done.

• Write personal notes about good performance.

• Send Birthday and holiday cards.• Use performance as basis for promotion.• Celebrate successes with them.

More Motivational Techniques

• Monetary – raise/bonus (merit/one-time merit)

• Administrative time off• Office party/brunch/luncheon• Certificates/mementos• Training opportunities

Rewards

• Mentor employees.• Coach employees.• Discuss performance throughout theyear.

AND…Don’t Forget

Reference List http://www.sony.net/SonyInfo/Environment/employees/hum

an/index.html (Accessed On 22nd March 2009)

http://digitalcontentproducer.com/mag/avinstall_motivating_employees/ (Accessed On 25th March 2009)

http://www.pickthebrain.com/blog/21-proven-motivation-tactics/ (Accessed On 26th March 2009)

http://chiron.valdosta.edu/whuitt/col/motivation/motivate.html (Accessed On 26th March 2009)

http://www.youtube.com/watch?v=dGiQ0ASC_wg&feature=related (Accessed On 26th March 2009)

http://changingminds.org/explanations/theories/equity_theory.htm (Accessed On 26th March 2009)

http://choo.fis.utoronto.ca/FIS/Courses/LIS1230/LIS1230sharma/motive2.htm (Accessed On 27th March 2009)